In 2016 Save Your Bottom Line Hiring Teleworkers
Posted on: January 28, 2016, by : Nick Virzi
We are living in an era of downsizing. We constantly look to find ways to downsize, save money and save time. From the number of employees on staff to the size of our seat on the airplane, services and amenities are shrinking while at the same time technology is expanding our world at a breakneck speed…
Source: Huffpost Business
How mainstream has the concept of telework become? The answer is ‘very’, and it’s safe to say its implementation across the country and across the world is on the rise.
As evidence, we’ve already mentioned in a recent article that the federal government is encouraging this practice within their own departments. Next, as this article reminds us, telework has the ability to eliminate the need for daily commutes, saving workers time (and not to mention the environment) simultaneously. Third, organizations have begun to realize just how much money (and real estate) they can save by allowing employees to work from home, with estimates at $10,000 per employee per year.
But the momentum for increased telework does not stop there. This article wisely points out that the same advancements in technology that have enhanced our personal lives, are the same types of advancements that can allow individuals to be comfortable in a remote work setting. Programs like Skype, or Google Hangouts can simulate meeting with individuals in-person despite the parties being located in different geographic locations. And if employees have the skills to bank online or shop on Amazon, then it is likely they can learn to use web-based portals developed for telecommuters that feature tools to help them complete day-to-day tasks or even projects virtually.
But while one’s aptitude for mastering new technology is an important factor to take into account, it is prudent for organizations to realize this skill is just one piece of a formula used to determine if an individual is appropriate for a telecommuting initiative. Factors such as job role, social needs, and personal competencies also need to be taken into consideration. For the most thorough analysis of which employees or job candidates are the best fit to conduct their work off-site, utilize FlexMatch™ Suitability Assessments. FlexMatch™ gives your organization the opportunity to conduct a fair, deep-dive analysis into the all-around skills of a remote work candidate to help ensure the right people will be part of your new initiative. The assessments also help determine the right mixture of home/office time per candidate.